An organization is evaluating whether it can change its recruiting to reduce lost-time accidents. This is an example of which analytics category?

An organization is evaluating whether it can change its recruiting to reduce lost-time accidents. This is an example of which analytics category?

• A. Operational effectiveness
• B. Strategic forecasting
• C. Talent management analytics
• D. Compliance analytics

Answer: (A)

Focusing on how changes in a process affect real-world performance is what operational effectiveness analytics examine. In this scenario, altering the recruiting approach to lower lost-time accidents is about evaluating how the way hires are brought in and placed into roles influences safety and day-to-day operations. It’s not about predicting future workforce demand (that would be strategic forecasting), nor about managing or analyzing individual employee skills and development across the workforce (that would be talent management analytics), nor about ensuring regulatory or policy compliance (that would be compliance analytics). Since the goal is to measure and improve the actual operational outcome—reduced accidents—the best fit is operational effectiveness analytics.

Focusing on how changes in a process affect real-world performance is what operational effectiveness analytics examine. In this scenario, altering the recruiting approach to lower lost-time accidents is about evaluating how the way hires are brought in and placed into roles influences safety and day-to-day operations. It’s not about predicting future workforce demand (that would be strategic forecasting), nor about managing or analyzing individual employee skills and development across the workforce (that would be talent management analytics), nor about ensuring regulatory or policy compliance (that would be compliance analytics). Since the goal is to measure and improve the actual operational outcome—reduced accidents—the best fit is operational effectiveness analytics.